We require temporary workers to service our clients in the UK – can we transfer employees from our overseas entity?

If you need to temporarily transfer employees from your overseas entity to service a client in the UK, you might be wondering about the appropriate visa options.

The Global Business Mobility (GBM) route is the most suitable pathway, tailored specifically for such business assignments. Here’s an overview to guide you through this process.

The GBM route is designed to facilitate the mobility of employees within multinational organisations, making it ideal for transferring staff to your UK branch. This route, introduced in April 2022, offers five categories, each catering to different business needs:

• Senior or Specialist Worker: For senior managers or specialists
• Graduate Trainee: For employees undergoing structured training
• Secondment Worker: For high-value contracts or investments in the UK
• UK Expansion Worker: For establishing a UK presence for the business
• Service Supplier: For fulfilling UK trade agreements

Each category has specific requirements, including a valid Certificate of Sponsorship from a UK-authorised sponsor, meeting minimum skill levels, and salary thresholds. Notably, applicants generally need to have worked for the overseas entity for at least 12 months unless they are high earners.

While the GBM visa does not lead to settlement, it offers the possibility to switch to other routes that do, such as the Skilled Worker or Scale-up routes, once in the UK.

Understanding the GBM categories ensures you can effectively plan your employee transfers, maintaining compliance and meeting your business needs. For tailored advice and assistance with your specific situation, consulting with an immigration law firm is recommended.

How Gherson can assist

Gherson’s Immigration Team are highly experienced in advising on UK visa matters. If you have any questions arising from this blog, please do not hesitate to?contact us?for advice,?or send us an?e-mail: [email protected]

The information in this blog is for general information purposes only and does not purport to be comprehensive or to provide legal advice. Whilst every effort is made to ensure the information and law is current as of the date of publication it should be stressed that, due to the passage of time, this does not necessarily reflect the present legal position. Gherson accepts no responsibility for loss which may arise from accessing or reliance on information contained in this blog. For formal advice on the current law please do not hesitate to contact Gherson. Legal advice is only provided pursuant to a written agreement, identified as such, and signed by the client and by or on behalf of Gherson.

?Gherson?2024